Consultation Services Compensation/Classification Study. Notice to Vendors

Transcription

1 Consultation Services Compensation/Classification Study Notice to Vendors Henry County Schools will receive proposals for services related to consultation services to provide a comprehensive compensation/classification study. Proposals will be received by the Human Resource Services Division, attn: Valerie Suessmith, 33 N. Zack Hinton Parkway, McDonough, Georgia 30253, until 5 p.m. EST, Tuesday, September 30, Interested parties are requested to submit a signed original and an electronic copy of the proposal. Inquiries regarding proposal submissions should be directed to Valerie Suessmith via at valerie.suessmith@henry.k12.ga.us 1

2 INTRODUCTION: The Henry County Public School System (HCPSS) has determined that the use of competitive sealed bidding will not be practical or advantageous to the school system in completing the acquisition of the services and/or commodities described herein. All proposals submitted pursuant to this request shall be made in accordance with the instructions and specifications set forth herein. Cost will not be the sole determinant for the award. As defined by the American Bar Association Model Procurement Code, Competitive Proposals will be evaluated based upon criteria formulated around best value, which may include among other criteria: price, quality, references, the ability to successfully supply services or commodities, and organizational best fit. Purpose of Procurement This Request for Proposal (RFP) is soliciting proposals for a comprehensive job classification and compensation study to ensure that staff are appropriately classified according to job duties and responsibilities, and that salaries are internally equitable and externally competitive in the market. DESCRIPTION The Henry County Public School System is seeking proposals from professional consulting firms interested in conducting a comprehensive job classification and compensation study of its teaching, administrative, professional, support, technical, and clerical positions. Expertise in PK-12 public education, non-union compensation programs is greatly desired. The consultant chosen must have substantive experience in conducting compensation studies; performing competitive analyses; and analyzing and designing organizational structures, job classifications, and job descriptions. District Profile: The Henry County Public School System is the seventh largest school District in the state of Georgia. HCPSS serves approximately 41,000 students in a suburban area of Atlanta, approximately 25 miles south of the Atlanta city limits. The District is comprised of 51 total schools, as follows: 29 elementary, 11 middle, 10 high, and one alternative school. Of the approximately 41,000 students, 56% are categorized as economically disadvantaged. The District employs approximately 6,000 individuals. 2

3 The District is governed by a five-member Board of Education. Members are publicly elected to four-year staggered terms. Board members are responsible for setting policies for the overall operation of the District, as well as evaluating and hiring a Superintendent to oversee the District s daily operations. The Superintendent is responsible to the Board of Education for carrying out District policy, administering the operation of the District and schools, supervising all District personnel and advising the Board of Education on all educational matters for the welfare and interest of the students. Purpose: Prior to the school year, all school system salaries have been frozen for the past five years, resulting in a lack of competitiveness in compensation. It is the desire of the District to conduct a comprehensive job classification and compensation study, providing a full diagnostic review of all job functions that ensures staff are appropriately classified according to job duties and responsibilities, and that salaries are internally equitable and externally competitive in the market, ( i.e., employees are placed in the right job title, each job title is placed in the right pay grade, and compensation is appropriate at each level of pay). Monitoring classification and compensation is an on-going process of continuous improvement, and not a one-time event. It is always the District s intent to attract, retain, and reward a diverse workforce through transparent, fair, non-discriminatory, easy to administer, and easily understood compensation and classification practices, all within the boundaries of fiscal feasibility. SCOPE OF WORK 1. Job Descriptions Deliverables expected: New or revised job descriptions for all HCPSS positions, compliant with ADA and any other applicable federal and state statutes, and HCPSS needs. b. Consultant will hold orientation sessions with HCPSS staff to explain the job description development process. c. Consultant will review existing job descriptions and develop a survey to enable managers/supervisors to list job duties, responsibilities, and requirements for each position. d. Consultant will conduct interviews with managers/supervisors (and with individual employees as necessary) to verify/clarify job information. 3

4 e. Consultant will prepare draft job descriptions and provide them to HCPSS for review and comment. f. Consultant will meet with HCPSS staff, Human Resource Services, and the Board g. Consultant will assist HCPSS in rolling out new job descriptions to employees. 2. Job Classification System Deliverables expected: A manageable job classification system for all HCPSS positions. The system should group related jobs together in a hierarchy based on job descriptions, and be linkable to the compensation structure. b. Consultant will evaluate jobs according to agreed upon criteria and process, and will recommend a job classification structure. c. Consultant will appropriately classify each position according Fair Labor Standards Act (FLSA) requirements and guidelines. d. Consultant will prepare a draft job classification system and provide it to HCPSS for review and comment. e. Consultant will meet with HCPSS staff, Human Resource Services, and the Board 3. Organizational Charts Deliverables expected: Comprehensive organizational charts, system-wide and for each department and division, consistent with the new job classification system. b. Consultant will review existing organizational charts and prepare draft charts. c. Consultant will meet with HCPSS staff, Human Resource Services, and the Board 4

5 4. Comprehensive Compensation Study Deliverables expected: A competitive market analysis of salaries, a report including methodology, market analysis, and options for changes in compensation philosophy and pay structures, as well as methods to adapt pay structures to evolving HCPSS needs. b. Consultant will conduct a comprehensive compensation study, including relevant comparables from both PK-12 institutions and industry. Responses to this RFP should include a detailed description of the proposed methodology to be used. Consultant should take into account those school districts and industries that compete directly with HCPSS for employees. c. Consultant will provide proposed pay ranges for all positions. d. Consultant will make recommendations regarding supplemental pay for positions. e. Consultant will provide recommendations regarding career ladders/pathways, advancement opportunities, credit for experience, credit for education, and other relevant and effective forms of placement on salary schedules. f. Consultant will meet with HCPSS staff, Human Resource Services, and the Board g. Consultant will provide a comprehensive and realistic transition/implementation plan for the results of the study, to include annual cost of the plan and multiyear/multi-staged rollout options. 5. Additional Requirements a. Consultant s proposal should outline a draft internal and external communications strategy and schedule to ensure the full understanding and successful rollout of the study. b. The Human Resource Services Division and Financial Services Division are responsible for maintaining the classification and compensation programs for the District. Therefore, the consultant will provide these divisions with adequate training and tools to ensure the end-product is sustained appropriately and consistently. The consultant will provide the methodology for the on-going classifying of new positions, reclassifying current positions when job duties and 5

6 responsibilities change, assigning appropriate job titles based on duties and scope of responsibility, determining the appropriate pay for new hires and promotions, maintaining internal equity, and related activities. c. Consultant shall make presentations to the Board of Education prior to completion and at the time of completion, at times and in a manner agreed upon with HCPSS. d. The consultant will include HCPSS Human Resource Services staff, and other staff as requested, in critical conversations and decision-making. PROJECT SCHEDULE Consultant shall begin work no later than 14 days after signing the contract, and will complete the work within 120 calendar days, in an effort to make the study s results a relevant component of budget decision-making for school year CONTENTS OF PROPOSAL 1. A detailed description of the firm or organization. 2. A brief statement of the consultant s understanding of the work to be done, the commitment to perform the work within the time period, and a statement of why the consultant believes it is best qualified to perform the work. 3. A list and description of similar projects completed by the consultant, including project references with names and contact information. 4. The identity, qualifications, and experience of the project leader and team members. 5. A detailed description of the manner in which the consultant will fulfill the project, with a specific schedule and deadlines. 6. The cost of services required to complete the project. Please provide a separate flat fee (to include all labor, travel, and miscellaneous expenses) for each section of the Scope of Work. 7. Please provide an hourly rate for any additional work outside this RFP authorized by the Henry County Public Schools. PROPOSAL CRITERIA A selection team representing Henry County Public Schools will meet and review the materials submitted in response to this request. During the evaluation process, the committee may request 6

7 information from any source. Interviews may be conducted with selected consultants to further clarify submitted information. Consultants who submit a proposal may be asked to make an oral presentation to the selection team and/or the Board of Education. The purpose of the oral presentation is to provide an opportunity for the consultant to clarify its proposal submission and substantiate proposal representation. The selection team will review submitted proposals for certain criteria, such as: Approach to satisfying requirements as described in the Scope of Services; Consultant s experience and capabilities /references; The technical capacity of the proposal; Price. The selection team will select the proposal of the consultant which in its own opinion is best suited for the work. For additional information, please contact: Valerie Suessmith Assistant Superintendent, Human Resource Services Henry County Public Schools 33 N. Zack Hinton Parkway McDonough, Georgia Valerie.suessmith@henry.k12.ga.us 7